28 நவம்பர், 2012
Briefs on Agenda Items submitted by National Federation of Postal Employees affiliated Unions for Periodical Meeting to be taken by Secretary(P) on 29.11.2012 at 1000 hrs.
All India Postal Employees Union, Group ‘C’.
1. Filling up the Posts of APM Accounts & Promotional avenue to Accounts line officials.
The APM Accounts Posts in LSG & HSG.II have been filled up among the PO & RMS Accountant’s qualified officials as per Selection Grade Recruitment Rules 1976. The PO & RMS Accountant’s seniority list has been drafdted as per the date of qualifying the Accountant’s exam and the same is considered for LSG promotion under Accounts line. The statutory Recruitment Rules of 1976 and the Rules 276 & 277 of volume IV dealing these issues remain unchanged.
While clarifying the postings after the introduction of FTP exam vide department letter No.137/10/96-SPB.II dated 28.1.2003, it was mentioned that the officials promoted to LSG either on general line or FTP having Accounts qualifi8cation may be considered for APM Accounts post. This has created a bundle of contradictions and the separate line of promotion to LSG APM Accounts has been disturbed and not carried out thereafter.
(i) Now in many Circles, against to the spirit of the recruitment rules 1976 and also volume IV statutory rules, unqualified officials have been posted as APM Accounts in HSG.II cadre and thus defeated the very purpose of existence of such qualified posts.
(ii) The CAT Chennai in OA No.201/2006 in case of Sri P. Ramadoss Vs the CPMG Tamil nadu held that the separate identity of APM Accounts cadre and directed to conduct the DPC for Accounts line without any procrastination based on the Recruitment Rules dated 13.9.1976 and issue necessary promotion orders to the eligible PO & RMS Accounts line officials within a period of four weeks.
(iii) The following may please be considered to overcome the present injustice caused to the cadre:
(i) The year of qualifying the PO & RMS Accountant exam should be the yardstick for promotion to LSG APM Accounts. It cannot be modified without amending the rules contained in Volume-IV.
(ii) During the upgradation of 1622 HSG.II posts, many posts of APM Accounts were upgraded to HSG.II. Resultantly, there is a dearth ofLSG APM Acounts posts for promotion in feeder cadre. Hence, it is requested to restore the LSG position for APM Accounts to the extent of 50% of total posts in Accounts cadre by upgrading the general line posts to HSG.II.
(iii) Reserve 20% of the total establishment in HSG.I promotion for providing promotion to the PO & RMS qualified HSG.II APM Accounts.
(iv) If the above proposal is considered, the present crisis will be over and it may also be ensured by providing qualified hands to position the APM Accounts posts in all places which will improve the efficiency in the prime accounting functions at the base levels.
2. Non grant of Training allowance for instructors posted in WCTC of regional headquarters-
The training allowance as if granted to instructors working in Postal Training Centre has not been granted to the instructors posted in WCTC centers functioning at regional headquarters even through their nature of duties are similar to that of the instructors working in the training centers. This is a clear discrimination between the two equals.
The reason for non grant of such allowance is stated to be non issue of orders so far from the Directorate for grant of training allowance to them.It is requested to kindly consider the same.
3. Bringing all the Senior /Chief postmasters posts under the Postmasters cadre hireachical line-
After declaring the Postmaster cadre as a separate cadre and did not allow the Postmaster Grade-I officials to appear Group B and IP examination because of the separate hierarchical cadre, allowing 75% posts of the senor Postmaster for IP line is deplorable. After carving out a separate cadre from LSG and IP line and formed a separate cadre, the provision of 75% for IPline officials to become Postmaster cadre as Senior Postmaster is against the spirit of the DOPT guidelines. There should not be two channel of promotions to IP cadre when it was denied to Postmaster opted officials to appear for the Group B exam and IP exam. Necessary decision may please be taken.
All India RMS & MMS Employees Union Group ‘C’.
1. Fixation of Norms for CRCs, EPP, Logstic and SPCs ETC. The productivity norms for CRC were fixed as 900 articles per 8 hour duty or 120 RLs per hour based on the Work Study. The Staff Side have not accepted these productivity norms as it is impossible for the staff to give this output as 80% of work has to be doe manually and more than 50% are received without bar coding under R. Net System. More over increasing output on TBOP/BCR promotion was against the agreed norms. The question of higher productivity of 5% and 1% required on account of TBOP/BCR was against the agreed norms during of higher productivity 19991, 6% operative staff strength and 20% supervisory posts were abolished D.G. Posts vide letter No .DG P&T No.31-28/83-PE-I dated 17-12-1983 has envisaged that the posts in operative and supervisory cadres will continue to be sanctioned on the basis of present norms i.e. as per Maratha Time Test.
In view of the JCM agreements the productivity norms of 900 articles per 8 hours prescribed by the Department is arbitrary. We would therefore, urge upon the Department to refix the norms which is feasible in consultation with the Staff Side.
2. Stop privatisation /out sourcing. Reports have been received from various circles that indiscriminate closer/merger and abolition of RMS sets/Sections, MMS Schedules engagement of outsiders etc. are being carried out without following any norms and diverting the respective services to private service providers. All these on going processes would render staff surplus. We would therefore, urge upon the Department of Posts to engage Postal/RMS/MMS staff for all activities of Postal services.
3. Provide adequate Motor Vehicles for conveyance of mails/logistics etc. and fill up vacant posts in MMS: Provide adequate Motor Vehicle for conveyance of mails/logistics. Replace all condemned vehicles, impart sufficient computer training to the technical staff to deal with modern power vehicles, insure MMS Vehicles, finalize Recruitment Rules, Artisans in MM”S which are lying vacant since long.
All India Postal Employees Union Postmen & MSE/
1. Bottle necks for efficient Delivery: Number of articles, both registered ands ordinary mail, to be delivered and maximum length of beat to be covered during duty hours of a postman has not yet been decided. This need to be fixed . Moreover it is generally seen that there is no depository system available in delivery post office causing difficulty and hardship for disposal of undelivered mail on return to post office on some occasion the mail entrusted to postman is unmanageable during duty hours. The depository system needs to be maintained for the safety and security of mail. The other hurdle is non-adoption of Scientific measurement of Postmen beats: This issue has been taken many times but no scientific measurement is carried out. Measurement is generally done on paper and the postmen staff suffers a lot when these beats are not actually measured. Moreover no representative is detailed from postmen side to help in accessing the actual length of beats. It would be appreciated if Circles are directed to purchase one MELIO METER/DISTANCE WATCH METER for each division for correct measurement of beats giving time schedule fore completion ands compliance by target date.
2. Grant of incentive for delivery of Adhar Cards:As it has been informed on many occasions that postmen is already reeling under overburdened work and the postmen staff is not in a position to deliver the mail entrusted to him within duty hours. Instead after beyond duty hours, on many occasions the mail remains undelivered despite their best efforts. Now one more bolt from the blue in the shape of ADHAR CARDS is causing more tension since the number of Adhar Cards received are increasing day by day and multiply the overloaded work already held with them. It is therefore requested t grant Rs 2/- per card as incentive for delivery of the Cards so that they could deliver for late hours beyond their working hours convenient to them.
3. Timely Payment of individual Claims. There is general complaint for abnormal delay in payment of individual claim like-Medical Re-imbursement bill, OTA, Speed Post delivery incentive bills, TA bills and Double Duty Bill etc. Timely preparation of bills needs to be insisted upon. Sufficient fund should be made available to avoid delay in payment of individual claims.
All India RMS & MMS Employees Union, Mail guards & / MTS
1. Supply of shoe instead of chappals to the staff who are eligible for uniform.
Recently the colour of uniform cloth supplied to eligible staff has been changed . But the footwear is not changed (particularly in south) though shoe is supplied to the staff in some circles (in north ) the othercircles still get only chapplas which do not go with the new uniform. Therefore, kindly to supply shoe to all the staff that are hitherto supplied with chappals so that their uniform and footwear together present a neat and diginified appearance to our staff.
2. Request for imparting training to non-matriculate Group D Canteen employees in Assamand Delhi Circles.
The Non-Matriculate Group D employees Canteen staff cadre on or after 1.1.2006 but before the implementation of 6th CPC pay scales are being denied 1800/- GP from 1.1.2006 for the duration of their Group D employment on the grounds that they were not being imparted with the required training. No action is also being taken in such cases to impart the same training as like other non-matriculate Group D staff.
Up gradation of pay of Canteen staff from 1300/- GP to 1800/- GP Assam and Delhi Circles necessary qualifying training was completed of those staff for up gradation of pay but no action taken by authorities as yet whereas there is standing instructions of Directorate that completion of training up gradation must be effected within (6) months. This Union request revision of pay scale of Rs 4440-7440 with Grade Pay of Rs 1300/- to Rs 5200-20200 with Grade pay of Rs 1800/- since the pay band 1S is going to be abolished in future.
Our union requests your kind intervention to cause to issue instructions to arrange for imparting the same training to such promoted non-matriculate officials also and grant 1800/- GP from 1.1.2006 to Canteen staff of Assam and Delhi Circles.
3. Filling up of Multi Tasking Staff vacancies in accordance with the latest Recruitment rules. Filling up of Multi Tasking Staff vacancies in accordance with the latest Recruitment rules Ref: Your office letter Directorate memo No.45-2/2011-SPB-I dated 27.01.2011. Our Union requests your kind attention to your office letter cited above wherein, all the Recruiting Authorities for the Multi Tasking Staff Vacancies in the Circle were directed to fill all the MTS Vacancies in accordance with the instructions contained in Directorate memo No.45-2/2011-SPB-I dated 27.01.2011. The last date fixed for completion of the process is 29.03.2011.
But, to our dismay no MMS Division in West Bengal, Andhra Pradesh and Delhi circles implemented those orders so far. Therefore, we request you kindly to look into the matter and take necessary action to get all the MTS Vacancies in the MMS Division’s of the above circles filled in without any further delay.
All India Postal Accounts Employees Association.
1. Recruitment in Postal Accounts Offices.
For the past two years this Association is bringing this aspect to the notice of the authorities. It is assured to make recruitment in PAOs on priority basis. Yet, there is no significant improvement in the situation. The PSOs are working under severe shortage of Staff. There is a need to review the situation urgently and take up the remedial measures. It is requested to cause orders to fill up all the vacancies through local recruitment/absorption from other departments etc. as a onetime measure in a time bound manner.
2. Implement the Hon. Principal CAT, Delhi order in OA 1066/2011 filed by AIPAEA.
This Association has filed a case in theHon.Pr.CAT, Delhi seeking a direction to give the benefit of 2nd financial upgradation under ACP ignoring the promotions due to up-gradation of Junior Accountant posts to Senior Accountant. Earlier the O.A 955/210 by this Association in the similar matter has been remitted to the authority for considering the representation of the AIPAEA. The representation was submitted to DDG(PAF) and the same was rejected vide the order dated 28.12.2010. This is challenged and Hon. Pr. CAT quashed the memo dated 28.12.2010 and remitted back to the respondents for taking a fresh decision in this regard. It is requested to honour the spirit of the judgment in OA 1066/2011 and implement the same by giving the benefit of 2nd financial up-gradation ignoring the promotion from Junior Accountant to Senior Accountant cadre.
3. Financial up-gradation (ACP) as per the existing hierarchy in the Post Accounts to the officials appointed through surplus cell.
It has come to the notice of this Association that a few LDCs from the erstwhile National Saving Organization allotted by the surplus cell to the Postal Accounts organization as LDC, has been deprived of financial up gradation (ACP) as per the existing hierarchy in the Postal Accounts. These cases may kindly be reviewed and favourable orders issued.
All India Postal SBCO Employees Association
1. Regarding misutilisation of PA (SBCO)
Savings Bank Control Organization in the Department of Post was established from erstwhile Postal and Telegraphs Audit Office. Hence, SBCO should be regarded as an Audit Wing of savings bank and given status equal to Postal Accounts on all aspects as the functions and responsibilities of both are synonymous. The staff of SBCO are recruited separately as Postal Assistants (SBCO) and trained exclusively in control procedures. Therefore, utilization of these personnel in operative work like reconciliation of SO SB balances by deputing them to Sub offices, settlement of minus balances, settlement of OMs should not be resorted to.
2. Request for reevaluation of the issue of administrative control over SBCO staff.
Request for reevaluation of the issue of administrative control over SBCO staff Divisional heads have no in depth knowledge in SBCO procedures and functioning of SBCO. As such, the powers of writing of APAR should be vested again with Accounts officers ICO (SB) as they are the next supervisory officers with full knowledge of the functioning of SBCO branch and its procedure and the personal knowledge about the SBCO officials.
3. Regarding maintenance of RD ledgers for HO/SOs in V2 SBCO.
In respect of decentralized savings categories i.e RD/MIS/SCSS the roll of SBCO must be checking of vouchers with reference to the data available in LAN Sanchay Post for timely detection of fraudulent activities. It is therefore requested that the maintenance of RD ledgers for HO/SOs in V2SBCO may be dispensed with.
All India Postal Admn. Offices’ Employees’Union, Group ‘C’ & ‘D’.
1. Fixation of pay of MTS (Group C officials) who were granted ACP –I and ACP-II up gradation prior to 01.01.2006
Consequent upon implementation of 6th CPC recommendation in the light of Postal Directorates latest order No. 1-20/2008-PCC (Pt) dated18.07.2011
The MTS Group- C (erstwhile Group D) officials who got ACP upgradation prior to 01.01.2006 had been given MACP upgradation from 01.09.2006 ignoring their ACP up gradations as per Postal Dte’s O.M. on MACPs dated 18.09.2009 issued on the strength of DOPT O.M. No. 35034/3/2008-Estt(D) dated 19.05.2009 by applying single, double or triple fixation formula as specified in the said O.M. dated 18.092009
After almost three years from the date of effect of such MACPs to the concerned officials the Dte order no. 1-20/2008-PCC(Pt)dtd.18.07.
a) The Pay of the sdofficials already fixed 3 years back, is going to be reduced to a large extend and
b) Huge recovery is to be made against each of them for no fault of their own.
2. Providing norms for BD, Technology, RTI oriented works and Project Arrow works and Project Arrow works done by the CO and ROs and arrangement for manning the BD Section exclusively by Circle/Regional office staff.
Notes: No establishment norms as per SIU standard for works relating to BD, Technology, Project Arrow and RTI oriented works has been formulated so far our knowledge goes. It is evident that huge work hours for disposal of those items of works have already been created in CO/ROs but no man power to deal with the cases has been provided due to non framing of norms to adjudge the quantum of such work.
3. Filling up vacant Posts in the cadre of PACO, holding of DPC for LSG, HSG-II and HSG-I Grades.
Notes: Many Circles/ Regional Offices have been suffering from shortage of staff due to non-filling of vacant posts in the cadre of PACO. Further for non holding of DPC in a time bound manner, good number of posts in LSG, HSG.II and HSG.I Grade are lying vacant causing problems for Circle and Regional offices. If those vacant promotional posts (LSG, HSG.II and HSG.I) are filled up, it would be resulting in more vacancies in PACO cadre.
LGO examination needs to be held timely to keep alive the promotional prospects of MTS Group-C officials.
21 நவம்பர், 2012
COLLECTIVE BARGAINING FOR REVISION OF WAGE STRUCTURE AND OTHER DEMANDS
The Confederation of Central Government Employees and Workers have submitted a 15-point Charter of Demands to the Government of India through a mass deputation on 26-07-12 in which more than 20 thousand Central Government employees from all over the country had joined in the march to Parliament in support of this Charter. The Confederation of Central Government Employees and Workers is organizing a country wide campaign by holding meetings / District and State level Conventions etc. to prepare the employees for a strike action on 12-12-2012.
Why should we wait for ten years for wage revision?
The revision of the existing wage structure by appointing 7 CPC effective from 01-01-2011 is the most pressing and urgent demand. There are four major considerations on which this demand has been made. In the first place wage revision in all the Public Sector Undertakings and in other Sectors usually takes place every 5th year. The next revision in the Public Sector Undertakings is due from 01-01-2012, the last being w.e.f.01-01-2007. Why should Central Government employees have to wait for a longer period of 10 years before the next revision becomes due? It is on this consideration that the Confederation of Central Government Employees and Workers has demanded the setting up of 7th Central Pay Commission immediately to revise the wage structure w.e.f. 01-01-2011.
The existing wage structure revised by 6th CPC and which has been implemented from 01-01-2006 is not only most anomalous, but also totally irrational and inadequate. It is anomalous because by giving a system of wage band and Grade Pay and grouping together some of the time scales, what has actually been done is that, the highest minimum pay in the group which is also the minimum of the other pay scales in the group, has been reduced to the revised minimum of the lowest pay scale resulting in a very anomalous situation that a person promoted to any post in the group is fixed below the deemed minimum of that post.
There is no scientific determination of fitment benefit. Normally fitment benefit is equal to the amount which is equal to the difference between the revised and pre-revised minimum and is expressed in terms of percentage of pre-revised minimum. What this CPC has done is that they have given 40% of pre-revised maximum as Grade Pay / fitment benefit. This system of fitment benefit is not a uniform benefit, for one who is at the minimum or lower stage will get a higher benefit and one who is at the higher stage in the pre-revised pay scale will get lesser benefit. It can’t be called a fitment benefit, as it is not related to the difference between the revised and pre-revised minimum.
The Pay Band is in fact nothing but pay plus DA which was admissible in the lowest pay scale in the band and which has been made applicable for all the pay scales in that band. The only increase which has been provided is represented by the Grade Pay i.e. 40% of pre-revised maximum. This increase as per the computation done will be subsumed by way of difference in the DA increases by the end of the year 2012. In other words, from 01-01-2013 the employees will begin to get lesser Pay and Allowances than what they would have got in terms of 5th CPC wage structure.
Therefore, the increase provided as a result of revision of 6th CPC is quite inadequate and another revision has become due. The existing wage structure is irrational because it is not based upon any principle of wage determination like need based minimum norms or fair comparison with outside rates, which is universally applicable in all the other countries of the world. We want that our wage structure should be on the basis of scientifically devised principles of wage revision. Another principle of wage determination is that a revised minimum is fixed at the level of unskilled worker and other pay scales in the pyramid of the Pay Scales are determined, keeping in view the well established and evolved vertical and horizontal relativities. The wage structure given by 6th CPC has totally smashed the existing relativities.
The lowest minimum wage has not been fixed for unskilled worker. It has been fixed at the level of skilled worker, who is a matriculate. The result is that all unskilled workers who have not acquired matriculation have been debarred from the Govt. employment. Such a wage structure is not acceptable to the people of India because large number of rural youth who do not acquire the
matriculation are languishing in the employment market. But they have no opportunity in the Government Sector because of this recommendation. The existing relativity between unskilled and skilled worker was 50% at the level of the skilled worker, the minimum of the unskilled worker being Rs. 2550 and that of skilled worker being Rs.3050. In the existing arrangement the relativity is represented by Grade Pay which is Rs.1800 at the minimum level and Rs.1900 at the next level.
That means the vertical relativity is reduced to 20% from existing 50%. General recommendation regarding Pay Band is that it should be 1.86 multiple of the existing pre-revised minimum so that it represents the existing Pay and Allowances as admissible on 01-01-2006. The Government of India however, has given higher multiple of three times of pre-revised minimum in PB 4 without offering any explanation for this unrelated increase. The demand of the employees that at least 2.625 times of the existing wages may be uniformly provided, if not three times, which has not been accepted by the Government. If this has been accepted every Government employee would have been granted 41% increase in their pre-revised wages uniformly.
The 5th CPC has revised the entire wage structure by applying a common multiple of 3.25. A Class IV employee whose minimum was Rs.750 therefore, got Rs. 2550 and Cabinet Secretary, whose pay was Rs.9000 was revised to Rs.30000. Such a common multiplying factor has not been provided by the 6CPC. Therefore, it has recommended a wage structure which gives inflated benefit to Class I Officer and very reduced and inadequate benefit to the rest of the employees. These are the reasons on which the employees have to be granted another wage increase through the 7th CPC w.e.f 01-01-2011.
The 6th CPC bid good-bye to the concept of merger of DA
Next important demand in the Charter is merger of 50% of DA as Dearness Pay. If we go through the effort
put in by the CG employees movement for achieving this demand we will find that way back in 1962, when the 2nd CPC had not given any formula for DA and Government had imposed a very retrograde DA formula
by not providing 100% neutralization, the Confederation has raised a demand for indexing of the wages annually as is being done in other countries like Great Britain etc. The Gadgil Committee appointed by the Government recommended for the merger of total DA with Pay for the purposes of pension. Third CPC, then recommended that, as soon as the Cost of living Index crosses 272 points , the DA then admissible should be merged with pay for the purpose of pension.
Later on, the employees’ organizations further negotiated and obtained merger of DA up to 320 points, not only for the purpose of Pension but also, for the purpose of Pay and Allowances. The next merger of DA up to 468 points (148% DA ) was done by Government before appointing the 4th CPC. Employees Organizations then demanded that the system of merger should be regulated and should happen automatically as and when the DA increased by 50%.
To achieve this demand and other demands, like setting up of 5th CPC, grant of IR, increasing the bonus ceiling etc, entire Central Government employees represented by Confederation, AIRF and AIDEF had to join together and gave a call for indefinite strike. The Govt. then negotiated a settlement by merging 20% DA and referring the rest of DA merger to the 5th CPC and conceding all other demands. The 5th CPC merged 98% DA which was then admissible and recommended that as and when the DA increase of 50% takes place, it should be merged with the Pay.
Thus we had achieved a well regulated merger of DA with pay as and when it is increased by 50%. The 6th CPC has undone this achievement; rather it snatched away this benefit from our hands, for reasons which are totally absurd. Therefore, we cannot but insist for continuation of the system of merger which has recommended by the 5th CPC and accepted by the Government. No Movement will tolerate if the already achieved benefit is taken away from it. Hence, we press for this demand.
Our fate tied to the vagaries of Stock Market
Another important demand is withdrawal of PFRDA bill and restoration of the statutory pension scheme to all the employees who entered the service on or after 01-01-2004. For the present, the new contributory pension scheme, which is a defined contribution as opposed to defined pension benefit scheme, has been introduced in respect of the employees who joined service on or after 01-01-2004. At the first place, pension is the liability of the Government.
The Supreme Court of India ruled that a pension has been earned by an employee while he is serving and therefore is in the nature of deferred wage which can be claimed by an employee by way of Fundamental Right to Property. By a convention of ILO every employer is bound to provide an appropriate fund to finance the social security to an employee after his retirement. Some employers provide it through Contributory Provident Fund, which consists of one month wage each year to be funded by the employer. Some have a system of monthly payments after retirement instead of one time lump sum payment.
In both cases, the benefit is well defined, whether it is in the nature of pension or contributory Provident Fund. And it is the liability of the employer/Government. In the NPS what is defined is not the benefit but the amount which will be contributed by the employee.
According to this scheme, the fund contributed by the employee with matching contribution by the Government will be invested in the Equity Market. If the wealth, thus accumulated is enough, 40% of this will be invested in annuity, when the employee quits the service. And his pension will be what that annuity provides. It cannot therefore be a defined benefit, namely 50% of last pay drawn. In most of the cases, the return is much less than 50% of last pay drawn. The benefit given by such schemes which are in operation elsewhere, on an average, not exceeded 20% to 30% of last pay drawn. In USA there were several such funds operated not only by various States of US but also by many big companies.
As a result of the recession in the year 2008 in USA, many big companies declared bankrupt with the result that about more than 3.5 trillion dollars of pension wealth was wiped out. The workers not only lost their pension but also their employment. Besides this, such a scheme is needed only in countries where major portion of the population is too old to earn. So far as India is concerned, it is a country in which, the youth capable of earning are more than 70%. And therefore, such a scheme is not at all warranted. Various experts have undertaken projections of the pension liability in coming years.
They have found that excepting periodical escalation caused as a result of wage revision, the pension liability in the Government Sector tends to be below 1% of GDP, which the country can well afford. On this ground also, this NPS is uncalled for and has to be rescinded. In PFRDA Bill a provision has been made empowering the Government/Authority to extend the operation of this scheme to all workers who are presently exempted, like those who are in service prior to 01-01-04 and Defence personnel. Thus, the danger of they being also sucked into this scheme is always there. The Authority has also been empowered to alter the Scheme of the Statutory
Pension in order to bring it at par with the NPS. And therefore, we have to fight for withdrawal of PFRDA bill. We have to continue this fight even if this law is enacted and persist in struggle till such time this law is repealed. So this demand is going to survive even after a settlement is reached on other demands.
Denying Right to Strike is attacking our Collective Bargaining power
Collective bargaining right i.e. Right to Strike is one of the fundamental rights which have been recognized by the ILO in its various Conventions like 85, 98 & 115. It is understood that the imperialist Government of Britain, when they were Rulers of this country did not bestow this right to the labour employed by them because they treated them as slaves. But Independent India cannot deny us this right , which is being enjoyed by other workers. Because, by denying this right to us (Public Servants), the Government is practicing discrimination which is unconstitutional. We claim this Right as a Right flowing from the principle of rights to all Citizens. It is another thing that we will continue to exercise this right as and when needed.
And we are not beggars before the Government for bestowing this right. Here it will be apt to mention that even Sri. Jagjivan Ram in the year 1966 while addressing the inaugural meeting of the National Council of JCM had advocated that the Central Government employees should have the Right to Strike, because if, it is not there, the Government as an employer will also not respect the employees Organizations and not address their aspirations. Therefore we demand that all the collective bargaining rights including Right to Strike should be bestowed to the employees.
Compassionate Appointment is a Sacred Obligation
We have been insisting since 1994 in the forum of JCM that restriction on the compassionate ground appointments to 5% should go. Railways the biggest employer, employing more than 50% of the C.G. employees, is not imposing this restriction. Why others should be denied? The Standing Parliamentary Committee of DOP&T has declared that this system of Compassionate appointments gives a standing assurance to every new entrant in Government service that if he dies in harness, his family will not be left in lurch. And therefore, it is a sacred obligation on the Government to honour it by offering employment to a family member of the deceased Government Servant. It had now been also recognized by the Law Department that there is no such restriction imposed by the Supreme Court of India. This restriction has been imposed through an executive order which Railways has not been following. And therefore, just like in the case of Railway employees, we should also get compassionate appointment without any limitation of 5% quota in vacancies. And also there is no such quota in the Roster. An employee who is given such an appointment belongs to OC/ SC/ST /OBC will be adjusted in the respective quotas.
A cruel exploitation of the Society
Outsourcing/downsizing / off- loading/contractorisation and corporatization will continue to be opposed by us for very obvious reasons. We don’t share the belief of the Government that the entire work in the Government to implement the social reforms like education should be handed over to the private hands. And the Government should be confined to Law and Order and Administration of Justice. The Government has therefore resorted to huge downsizing over a period of last two decades, resulting in a situation in which most of the Departments have become nonviable. The spree of downsizing has to be resisted and fought. One method adopted to downsize is that they will off load the work which is being done. Even in Departments like Audit , many of the Auditing units are being exempted from Audit. In other places the annual audit has been converted into biennial/triennial Audit. Quantum of Audit has been restricted to reducing manpower. Outsourcing is another form of downsizing. For achieving this downsizing, many functions are either being given to NGOs, Societies or from on Department to another Department. The work of filing the IT Returns has been handed over to Postal Department. System of Franchisee in Postal Department for sale of stamps is multiplying. This type of outsourcing has resulted in a system which is not accountable to anybody. And therefore, undesirable irregularities are multiplying. And even Government revenue is passing into private hands. Uncontrolled corruption is being practiced by these private agencies to which the functions have been outsourced. Contractorisation is very rampant in Public Sector undertakings. 80% of the workforce is contract workers. It is now discreetly creeping into Government Services.
The 6th CPC has recommended the contractorisation of Watch and Ward Staff and other unskilled labour. This is a conspiracy whereby the Formal Sector employment with decent wages and perks is being converted into informal Sector with indecent fixed wages and no perks or even social security measures like pension and Medicare. Obviously we cannot but oppose such policies. Corporatization is an indirect method of eventual privatization. BSNL is the latest example. With the Government Telecom was earning about Rs. 8000 crores. In other words, highest revenue was generated. Today it is running into losses as a corporate entity of BSNL. Workers are not getting Bonus for the last two years. Medicare scheme has been withdrawn. Employees have been persuaded to go on VR and then seek reemployment on fixed lower wages. An employee drawing Rs. 50,000 after being paid VR amounts is being re-employed at Rs. 8000 p.m. At this rate, the day is not far off when the entire corporation is sold to some private entity in order to pay back the ADB loan. Obliviously, we the Central Government employees along with other workers will continue to oppose these policies which are anti people and anti worker policies.
How long they will remain Exra-Departmental?
Postal Department is keeping the half of its work force out of the boundaries of the Department. They are labeled as Extra Departmental Workers and denied the status of Government employees, in spite of the favourable judicial pronouncement from the highest Court of the land that, they are the civil servants. They were kept out of the purview of the Central Pay Commission. They are denied pension, medical facilities, equal bonus etc. Hence, it is being demanded that the GDS employees should be brought under the purview of 7th CPC. It is utmost important to seriously press for the status of holders of civil posts for these large chunk of the workforce by dismantling the Extra Departmental system.
Five time-bound promotions on par with Gr.A Officers
The system of time bound promotions twice in a career was first introduced in CPWD Department for engineers, then in the P&T, and also for the Drivers. The Confederation pleaded before the5
th CPC for a scheme of three time bound promotions in respect of all employees. The Commission recommended two Financial up-gradations in the existing hierarchy, which was implemented by the Government in 1990.
The 6th CPC modified the said scheme by providing for two financial up-gradations uniformly in the Grade Pay hierarchy as opposed to promotional hierarchy. The Government of India provided for three Financial up-gradations after 10,20,30 years of service. The net result is that in most of the cases two Financialupgradations in ACP scheme were far better than three MACPs in Grade Pay hierarchy. When, however we examined the existing scheme of promotions in the Gr. A Services, we find that they have been assured of 5 time bound promotions in their career spanning 20 to 25 years. Comparatively therefore, Gr. C employees were only getting three MACPs which are below par to two ACPs of 1999. The employees have therefore right to demand equal treatment of five time bound promotions which only Gr. A employees are enjoying today. We are guaranteed equality of opportunity in our Constitution and therefore we have to get 5 time bound promotion opportunities, as is presently available to the Gr. A Officers.
Ceiling on Bonus – a mockery of Justice
The existing ceiling for entitlement of bonus is Rs. 3500. The term ceiling connotes something higher than the base. Today the base wage is in around 10 to 12 thousand. How can there be a ceiling of Rs. 3500, which is obviously at the lower altitude than the base? It can never be called a ceiling. As a matter of fact, the so called ceiling has become the base of the underground and the basic salary the base at ground level. We therefore demand that this concept of ceiling may be scrapped. Bonus should be paid on the basis of the wages itself. And if at all ceiling is to be prescribed it should at the higher rate than the average pay which is now being paid.
Lofty ideals of JCM gone to wind
Joint Consultative Machinery was conceived as a grievance settlement scheme, as opposed to normal bilateral negotiations which may or may not result in settlement. It was specifically provided in the scheme that the issues raised in the JCM meeting will be concluded in the very meeting itself and not left for a later decision by the Government. It was also provided that if the issues could not be discussed fully in a meeting, it will be remitted to smaller Joint Committee, which would conclude the discussion and submit the report to next meeting in which it will be settled. These days there are items pending in the various fora of JCM for number of years . There are instances where a disagreement reached in the meeting was finally recorded after a lapse of 4 years as the Government took time to take a final decision in the matter. In other words, this JCM scheme has ceased to be an instant settlement mechanism. The frequency of meetings prescribed was minimum three meetings in a year. Meetings are now held not once in four months as prescribed, but once in three to four years. The result is that grievances of the employees have been kept pending and accumulated. The JCM scheme was a 3-tire Scheme. One at National, Second at Departmental level and Third at Office level. Since 1993 after promulgamation of Recognition of Service Association Rules, the Departmental Councils in most of the Departments stopped functioning. Even after the 6th CPC report manyof these Departmental Councils have not at all been revived. Many Organizations have not at all been accorded fresh recognition since 1995. Therefore, most of the second tire Departmental Councils have ceased to exist. For these reasons we have demanded effective operation of the scheme of JCM at all the levels. The employees belonging to Gr-C and D have been given coverage under JCM in 1966. Over a period of time on account of periodic wage revision in the year1973, 1986, 1996 and 2006 the status ofmany of Gr-C employees has been upgraded to Gr-B employees, merely because of the higher wages andnot on the basis of additional functions. The present situation is that even a post up to the level ofAssistant who is educated up to graduation has no supervisory functions and is being classified as Gr-B . And all such upgraded employees have been taken out of the coverage of JCM. There cannot be therefore, any grievancesettlement mechanism for all these employees. On a rough assessment only a 30% of total employees now remain under the coverage of JCM. Our demand is that all the govt. employees irrespective of classification should be given coverage in JCM. And at least those categories who are under the coverage of JCM at the time of the inception of JCM should continue to be under JCM regardless of change of the classification.
We have inherited the Struggle path
A question will arise why confederation has decided to go on direct action in support of these common demands, why they have not waited for Railways and Defence workers to join in such a call. It is our observation that over a period of time the initiatives in the direction of finalization of the Charter and direct action had always been taken in the first instance by the Confederation. In 1957 we decided to go on indefinite strike on the demand of Second Pay Commission. Railways and Defence workers did not at all join it. But we achieved this demand, because we stood firm by our decision to go on strike. Even in 1960 the campaign to go on strike, was initiated by the Confederation , JCA was constituted much later and joint action by the entirety of Central Government employees was successfully implemented the five day long strike. The same story has been repeated at the time of the 4t , 5th and 6th CPCs . Therefore, only when we go ahead on the struggle path, the leadership of Railwaymen and Defence workers gets interested and eventually joins. The other aspect of this initiation is that it has been our experience that the Governments of the day whichever formation of the party it may belong have always tended to ignore the demands of the employees. The 2nd CPC was established only when we decided to go on strike. The 4th 5th and 6th CPCs were also set up only after the Central Government employees united under the banner of JCA and gave a call of indefinite strike. Strike notices were served by holding rallies throughout the country and the Government came down to negotiation table and settled our demands. In the year 1993 Confederation and National Federation of Postal Employees had to organize six days strike to force the government to extend bonus to all non-gazetted employees, which was initially extended to only Railway employees. It is on the basis of these experiences that we have not only to decide to go on strike but also prepare ourselves for implementing this decision of the strike. Every Government employee should draw a lesson from the aboveexperience that if he wants to settle the common demands, he has to take an individual decision to join the call given by the Organization.
18 நவம்பர், 2012
NFPE SERVES STRIKE NOTICE ON 19-11-2012
NFPE SERVES STRIKE NOTICE ON 19-11-2012
TO SECRETARY, DEPARTMENT OF POSTS
SERVE COPY OF THE STRIKE NOTICE TO ALL
CPMGs/PMGs/SSPOs/SPOs etc. IN ALL CIRCLES/DIVISIONS.
CONDUCT MASS DEMONSTRATIONS.
All General Secretaries / Circle Secretaries / Divisional /
Branch Secretaries of affiliated unions of NFPE.
Notice for 12th December 2012 All India Strike of Central Govt. Employees will be served to the Cabinet Secretary by Confederation and to the Secretary, Department of Posts by NFPE on 19th November 2012. Copy of the strike notice and Charter of Demands is exhibited below:
You are requested to organise mass demonstrations of employees and serve a copy of the strike notice to all Circle/Regional/ Divisional heads on 19.11.2012. Wide publicity may be given among employees and also in print and electronic media, regarding serving of strike notice for the 12th December 2012 strike. Please send report of the successful implementation of the programmes to NFPE HQ also by email.(firstname.lastname@example.org).
Secretary General, NFPE
NATIONAL FEDERATION OF POSTAL EMPLOYEES
ALL INDIA POSTAL EMPLOYEES UNION GDS (NFPE)
PF-JCA-12.12.2012 Dated – 19th November, 2012
The Director General
Department of Posts
New Delhi – 110001
In accordance with the provisions of Sub Section (1) of Section 22 of the Industrial Disputes Act, 1947, we hereby notify that all the Postal/RMS/MMS/Administrative & Postal Accounts Employees and the Gramin Dak Sewaks which are affiliated to Confederation of Central Government Employees & Workers will go on one day strike on 12.12.2012. The demands for acceptance of which the employees embark upon One Day Strike are detailed in the Charter of Demands enclosed.
M. Krishnan R. Sivannarayana
Secretary General, NFPE General Secretary, AIPEU
Ishwar Singh Dabas Giriraj Singh
General Secretary General Secretary
AIPEU Postmen, MTS & Group 'D' AIRMS & MMS EU Group 'C'
P. Suresh Pranab Bhattacharjee
General Secretary General Secretary
AIRMS & MMS EU MG & Group 'D' AIPAOEU Group C & D
T. Satyanarayana S. Appanraj
General Secretary General Secretary
S. A. Raheem P. Pandurangarao
General Secretary General Secretary
AIPCWEA AIPEU GDS (NFPE)
CHARTER OF DEMANDS
1. Revise the wages of the Central Government employees including Gramin Dak Sewaks with effect from 1.1.2011 and every five years thereafter by setting up the 7thCPC.
2. Merge DA with pay for all purposes with effect from. 1.1.2011 including for Gramin Dak Sewaks.
3. Remove restriction imposed on compassionate appointments and the discrimination on such appointments between the Railway workers and other Central Govt. employees.
4. (a) Departmentalise all Gramin Dak Sewaks and grant them all benefits of regular employees; End Bonus discrimination and enhance bonus ceiling to 3500/-; withdraw open market recruitment in Postman / MTS cadre; Revise cash handling norms; Grant full protection of TRCA; Grant Time Bound Promotion and Medical Reimbursement facility etc,
(b) Regularise the daily rated, contingent, casual workers and introduce a permanent scheme for periodical regularisation;
5. (a) Revive the functioning of the JCM. Convene the meeting of the Departmental Councils in all Ministries/Departments. Settle the anomalies raised in the National Anomaly Committee as also in the Departmental Anomaly Committees. Hold National Council meetings as specified in the JCM constitution. (b) Remove the anomalies in the MACP Scheme.(c) Grant recognition to all Associations/Federations, which have complied with the formalities and conditions stipulated in the CCS(RSA) Rules.
6. Fill up all vacant posts and create posts on functional requirements.
7. Stop downsizing outsourcing, contractorization, corporatization and privatisation of Governmental functions.
8. Stop price rise; strengthen the PDS.
9. (a) Stop the proposal to introduce the productivity linked wage system; (b) discard the performance related pay structure; (c) introduce PLB in all Departments; (d) remove the ceiling on emoluments for bonus computation.
10. Revise the OTA, Night duty allowance and clothing rates.
11. Implement all arbitration awards;
12. Make the right to strike a legal and fundamental right of the Government employees on par with the other section of the working class.
13. Grant Five Promotions to all employees as is provided for in the case of Group A services.
14. (a) Withdraw the PFRDA Bill. (b) Rescind the decision to allow FDI in pension sector ;(c) Scrap the new contributory pension scheme (d) Extend the existing statutory defined pension scheme to all Central Govt. employees irrespective of their date of entry in Government service.
15. Vacate all Trade Union victimisation, and more specifically in the Indian Audit and Accounts Department.